摘要
以资源保存理论和社会交换理论为基础,将中国特殊组织情境下的经理人职业探索、职业成长、领导者权力距离感与领导对经理人的信任整合到一个理论模型中。运用255组配对样本数据,采用层次回归分析方法实证探究了四者间的关系。结果表明:在低领导者权力距离感和高员工信任的组织情境下,注重职业探索的经理人能获得更快的职业成长;在高领导者权力距离感和低员工信任的组织情境下,经理人要注意自身职业探索的"度"和"方式"。
Based on the theories of resource conversation and social exchange, this paper puts career exploration, leader's power distance, employee trust and career growth into a theory model,and analyzes the relationships among them by using the data of 255 paired samples and the method of hierarchical regression analysis. The results show as follows:the managers who emphasize career exploration could get quicker career growth in the organizational circumstance of lower leader's power distance and higher employee trust;while managers must pay attention to the "degrees" and "modes" of career exploration particularly in the organizational circumstance of higher leader's power distance and lower employee trust.
出处
《技术经济》
CSSCI
北大核心
2016年第9期59-65,共7页
Journal of Technology Economics
基金
国家自然科学基金青年基金项目"自我职业生涯管理影响经理人职业成长与组织承诺的作用机理--映像理论的视角"(71302106)
关键词
职业探索
权力距离感
员工信任
职业成长
career exploration
power distance
employee trust
career growth